Delivering efficient data modelling & analytics solutions depends a lot on having manpower with relevant skills. Training an existing workforce is a necessity today in the field of big data as data scientists are an elusive catch and there certainly aren’t enough of them to go around just yet. With competitors catching up in this regard and university campuses are yet to address the huge demand of data scientists, organizations got no option other than training the manpower resources they already have! Bill Laberis, Social Media Manager, Custom Solutions Group at IDG said “Think of Big Data like a tsunami. Most of it is still out sea, a veritable wall of data born in large measure from the social media boom. As it approaches land and the shallows, suddenly it looms. Then crashes to shore. On top of your business”.

To read more on this aspect, visit the following link:

http://www.big-dataforum.com/197/training-big-data-talent-necessity-not-option

ADP, a global provider of human capital management (HCM) solutions, had announced a new enhancement to its "ADP Workforce Now" for midsized employers. This ADP Workforce Now platform will help midsized companies to improve their business performance and gain a competitive edge by creating a pay-for-performance, simplifying regulatory compliance and leveraging analytics to inform business decisions.

Read more at: http://www.sys-con.com/node/3066746

SyncHR, an innovator for cloud-based human resource, payroll and benefit management software, announced an upgraded version of their software- release 5.2. The latest release have an improved reporting and analytics platform. The company also launched a new corporate website to showcase their unique single database and single application technology.

To read more, visit the following link: http://www.prnewswire.com/news-releases/human-capital-management-firm-synchr-announces-new-software-release-and-launch-of-new-website-256601391.html

Nowadays software industry around the world is focused on the cloud. Workday Inc. is a human capital management and financial management software firm that joined the cloud bandwagon recently. HCM which falls in the domain of ERP solutions is becoming more and more acceptable ever since ERP solutions are available over cloud. The global SaaS-based ERP software market will grow at CAGR of 14.21% from 2011 to 2105. The major factor for this ERP growth as SaaS model is due to the lower cost of ownership.

Read more about this aspect, visit the following link: http://www.gurufocus.com/news/255442/workday-growth-continues-with-erp-as-the-saas-application-market-is-booming 

In his recent article on human capital management, Leanne Hoagland-Smith, proprietor of ADVANCED SYSTEMS, speaks about how to handle the most expensive asset of a company-Human Capital.  Human capital management emphasizes in recruitment, managing the work force and developing workforce skills. Sustainability is the issue in today's dynamic business world. An efficient human capital management can transform a small business to achieve a foothold in a bigger sphere of operations.

To read more, visit the following link: http://posttrib.suntimes.com/news/hoaglandsmith/26937937-452/ignoring-human-capital-is-beyond-foolish.html#.U1SVMFWSyZY

In an article written by Stephen L. Cohen, a private practitioner, strategic and business planning, said how one can identify the talent management growth strategies. In talent management industry, there are only a few ways to differentiate the business: content, delivery, or expertise. This article also describes the above business aspects in details.

To read more, visit the following link: http://www.astd.org/Publications/Blogs/Human-Capital-Blog/2014/04/Talent-Management-Growth-Strategies

RiseSmart, an enterprise career management solutions that drive employee engagement, won the 2014 Leadership 500 Excellence Awards program. The 2014 Leadership 500 Excellence Award is given by Leadership Excellence, a publication in partnership with HR.com, to recognize the top 500 leadership organizations and also their strategies and solutions. This year award recipients were selected based on both an application and nomination process as well as voting.

To read more, visit the following link:http://www.digitaljournal.com/pr/1852993

Nucleus Research, a global provider of investigative and case-based technology researcher, finds in a study that leading vendors are giving importance to core Human Resources (HR), talent management and workforce management (WFM) functions and putting them onto a single platform. In this study Nucleus Research also finds that vendors are linking HCM with Big Data analytics and business intelligence (BI) to integrate functionality across the core competencies of HCM. To make data more accessible, they are integrating their data sets to compile analytics into common dashboards.

To know more, follow the following link: http://www.broadwayworld.com/bwwgeeks/article/Nucleus-Research-Value-Matrix-Finds-Competition-Intensifying-for-Human-Capital-Management-Vendors-as-they-Race-to-Deliver-Integrated-End-to-End-HCM-Platforms-20140410#.U0pYYFWSyZY 

Human Capital Management help companies  to organize their human resource and improve employee productivity. Human capital management tries best to utilize the knowledge and skills of an employee. Human capital management drivers act as an important tool for effective human resource management.  Human capital management drivers fall into five major categories, which are: leadership practices, employee engagement, knowledge accessibility, workforce optimization, learning capacity.

Read more to know about Human capital management drivers: http://managementstudyguide.com/human-capital-management-drivers.htm

Tired of hearing about Big Data? Accept it or not, you have to get used to it. Hundreds of companies are ready to offer impressive remuneration to hire people with quantitative skills. Ms. Linda Burtch, with her 3 decades of experience in recruitment, has tracked the rising demand for workers who can understand and manipulate data. In a recent interview, Chicago-based Ms. Burch talked about what companies want, how midcareer professionals can compete and why workers who are left behind could face a "permanent pink slip."

To read more, visit the following link:

http://online.wsj.com/news/articles/SB10001424052702304819004579489541746990638?mg=reno64-wsj&url=http%3A%2F%2Fonline.wsj.com%2Farticle%2FSB10001424052702304819004579489541746990638.html

A successful human capital management plays a significant role in achieving organizational goals. Nowadays, information technology plays an important role in human resource management, evolving from the automation of repetitive tasks such as payroll, to bottom-line driven processes aimed at aligning human capital with corporate strategy. Human capital management (HCM) software solutions offer a framework to manage the abilities, skills and experience of employees. Studies have shown that human capital management (HCM) practices explain over 50 percent of job satisfaction levels. Ultimately, the effects of HCM solution will extend beyond job satisfaction to customer satisfaction and revenue.

Read more to know the factors and elements of a high performing HCM system, at http://www.cmicglobal.com/human-capital-management.html

Before choosing a Professional Employer Organization (PEO), it is very important to know what we want from a PEO. PEOs vary widely, in their size, focuses, and concentrations.  A PEO that works fine for one company may not be suitable for another.

Read more about what to consider when choosing the right PEO, at http://www.nextep.com/peo-goals/

Organizations have implemented various software solutions to manage many processes, from ERP to power consumption to supply chain management. But when it comes to the most critical component of supply chain management – “Human Capital”, many companies are still playing catch-up. However, nowadays more organizations are turning to labour optimization solutions. These solutions not only keep track of operations, but also use predictive models and algorithms to determine future labour needs. Labour optimization software also analyze orders and resources to predict warehouse throughput. Then it automatically schedules the right balance of full-time, part-time, and temporary workers to meet demand. Managers receive alerts when labour levels don’t meet requirements. Optimization solutions have been used successfully for years in operations such as call centres, which needs to examine historical call patterns to predict future call volumes and ensure that they have the right people with the right skills in the right channels. Such intelligent technology has enormous potential in a manufacturing setting, helping companies do more with less.

To read more about this aspect, please visit Tracey Schelmetic’s article link as given below:

http://www.thomasnet.com/journals/techtrends/articles/labor-optimization-solutions-make-best-use-of-human-capital

An article by Carolyn Sokol, President of CompareHRIS.com, talks about how a Professional Employer Organization (PEO) can give your Human Capital Management function a more strategic perspective, rather than your in-house HCM team. The usual perspective of an HCM team is to provide services like recruiting and hiring, new hire on-boarding, training development, performance management, regulatory compliance, payroll and benefits delivery. A PEO would provide more strategic inputs like strategic staffing, policy development, career development, transition planning and company-wide communication.

CompareHRIS.com puts companies in touch with vendors who offer Human Resource Information Systems, Human Resource Management Software, & Payroll Software that most closely match their needs. 

For more information:

http://blog.peocompare.com/blog/bid/69688/What-s-Your-Human-Capital-Management-Team-Really-Accomplishing

SigmaWay has experience in delivering operational efficiency across processes in Human Capital Management, by applying Analytics and Lean Six Sigma methodologies. For more information on how we can help your HCM team achieve their full potential, reach us at contact@gosigmaway.com 

 HR predictive analytics empowers a company to anticipate and prepare for the future. There is a continuous growth in the use of predictive analytics for the last few years. Studies have shown that predictive analytics act as a decision support system, enabling managers to take best decisions, resulting in an average of 5-6% higher gains than competitor companies.

Predictive Analytics 

For more information follow

http://resources.rpoassociation.org/blog/bid/327375/The-Potential-Value-of-Predictive-Analytics-in-Human-Resources                

 According to the National Association of Professional Employer Organizations (NAPEO), employment growth has increased by 9 percent higher than other small businesses.
The Florida Association of Professional Employer Organizations (FAPEO) identified the reasons behind the growth of PEO industry. These are controlling costs, saving time and paperwork hassles, providing professional compliance ,reducing turnover and attracting better employees, providing claims management compensation, providing better benefits packages, providing professional human resource services , reducing accounting costs.

To read more, Visit: http://www.broadwayworld.com/bwwgeeks/article/More-Businesses-Rely-on-Professional-Employer-Organizations-to-Increase-ProfitsiPEO-Solutions-Identifies-Whats-Behind-the-Growing-Trend-20140214#.UyF1TT-SyZY  

This whitepaper describes how HR Analytics is helping core HR business processes to make right business decisions.

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